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Content
This book will examine some of the major features of human resource management and employment relations in a comparative context.
It will looks at the nature of labor markets, management traditions and cultures, the involvement of trade unions and international human resource practices in companies as part of the framework for human resource practices.
Content will offer the audience an insight in the similarities and differences in relation to particular issues across a large number of countries relating to HRM.
This information will allows the audience an understanding of HRM by examining varying contexts in the management of the employment relationship in different countries.
Editorial & Design Goals
Our Aim This book should:
1. Be on a topic of high concern or interest to HR practitioners.
2. Be of practical value to HR practitioners.
3. Be current, well researched, and accurate.
4. Have an estimated shelf life of at least two years, preferably three years.
5. Be well written, thoroughly edited and proofread, and well designed.
6. Get to the point quickly. Present specific “how tos†or “steps to take†– actions HR practitioners can take or
techniques they can use.
7. Be clear, succinct, and straightforward. Be written in a popular style. Use short, direct sentences and active verbs. Generally not contain footnotes or end notes.
8. Be enjoyable and attention getting. However, the other points should not be sacrificed for this one.
9. Be organized in a logical, clear fashion.
10. Use reader aids such as pullout quotes, side notes, and/or summaries at the beginnings/ends of chapters.
11. Have a clear hierarchy of text, both editorially and graphically. Be cleanly designed and easy to follow.
12. Use text sizes and styles that are easy to read (See Style Guide).
13. Use tables/charts/lists that highlight the important points. These should be simple and easy to understand without reading the text.
Topics
The following can be used as a guide to the list of contents;
Catchy Title which includes name of your country
Table of Contents
Brief description and history of country, map for graphics inclusion appreciated
Current economic climate
How has HR evolved within your country
Employment Law, including email links to government sites for reader elaboration
Religions
Holidays and sick leave entitlements
Employment Legislation & related reporting
Labor statistics
The cultural context
Immigration Act
Manpower Surveys
Taxation issues
HR Practices and Policies
Contemporary HR issues facing your country
Performance Management
Documentation used within HR
Contracts of Employment
Internationalization of companies
Major companies doing business within your country
HRM practices in international companies
Immigration and visa issues for relocating staff
Challenges faced by international companies entering, attracting and retaining the best people
Information for Recruiters and Job-Seekers
Qualifications sought and where advertised
Immigration issues, including opportunities &/or constraints for spouses &/or significant others
Cost of living, housing & children’s education
Offshore jurisdictions
Ongoing professional training & development
Resources for shipping & relocation.
Personnel Marketing/Campus recruiting
Name of Major Newspapers for placing Job Ads
Names and E-mail address of Major Recruitment Agencies
Contemporary vision of globalization and new market opportunities
Conclusion
References
Appendices
Full Name, address (postal and email) qualifications and experience of author.
Wherever possible, please provide graphs, graphics, forms and email addresses to allow readers to explore issues further.
Should you wish to provide samples of forms such as a generic employment application form etc, please do so. Let us give the reader added value.
The goal for us as Global Authors is to provide information to our readers so that they will be able to:
* identify the significant issues involved in comparing human
resource management issues in selected countries;
* understand the importance of the cultural socio-economic and
political frameworks in international comparisons of human
resource management; and
* undertake comparative human resource management analyses of
selected countries.
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